Choosing the right types of interviews can help recruiters assess candidates more effectively and make better-informed hiring decisions. Different interview formats are designed to evaluate different areas, including skills, experience, communication, problem-solving and how a candidate may perform in the role.
There is no single interview type that works for every position. A structured interview may be useful when consistency and fair comparison are important, while a technical interview can help assess practical skills. Video and phone interviews can also make early-stage screening more flexible.
This article explains the most common types of interviews, what each format is used for and how to choose the right approach for your hiring process.
TL;DR
- Choosing the right interview type is crucial for effective hiring, tailored to skills, cultural fit, and potential.
- The blog covers five main interview types: group, video/virtual, behavioural, virtual practical, and structured interviews.
- Group interviews assess teamwork and communication, while video and virtual interviews offer flexibility and reach.
- Behavioural interviews focus on past experiences to predict future performance, supported by structured questioning methods.
- Structured interviews provide fairness and consistency through uniform questions, ideal for entry-level roles.
- Numerous tools are recommended to facilitate each interview type for smooth and effective hiring.
- Combining various interview methods helps capture a comprehensive candidate profile, increasing hiring success.
What Is the Purpose of an Interview?
The main purpose of an interview is to gather job-related information that helps an employer assess whether a candidate is suitable for a role.
An interview can help recruiters and hiring managers evaluate:
- Relevant skills and experience
- Communication and problem-solving abilities
- Job-related behaviours and decision-making
- A candidate's understanding of the role
- Potential to perform and develop in the position
The interview format should match the information you need to assess. For example, a structured interview can support consistent comparisons between candidates, while a practical assessment may be more useful when a role requires specific technical or creative skills.
A well-designed interview should focus on the requirements of the role rather than relying only on personal impressions.
Basic Types of Interviews Recruiters Should Know
Interviews can vary in many ways, and understanding the right type can help make your hiring process easier and more successful. Here are five basic types of interviews that every recruiter should know to find the best fit for your team.
1. Group Interviews
Group interviews involve evaluating several candidates simultaneously, which is great for jobs requiring teamwork, such as sales or customer service. They save time and provide helpful information about how people work together, communicate, and handle stress.
But having a good structure is important. Activities like group problem-solving show how well people can collaborate, but creating a welcoming atmosphere is essential so quieter candidates don't get overlooked. Look for meaningful contributions, not just the loudest voices—good leaders often show their skills in subtle ways. With the right setup, group interviews can quickly identify strong team players.
Group Interview Tools:
- Zoom or Microsoft Teams: Perfect for online group interviews, especially with breakout rooms.
- Miro or MURAL: Best for teamwork tasks.
- Scorebuddy: Assists in scoring candidates fairly.
2. Video Interviews
Video interviews are online interviews conducted through video communication tools. They can be either live video interviews or one-way video interviews.
Live Video Interviews
A live video interview happens in real time, where the recruiter and candidate speak face-to-face online.
One-Way Video Interviews
A one-way video interview is a recorded interview where candidates answer pre-set questions on video. Recruiters can review the responses later.
Tools for Video Interviews:
- Zoom: Flexible with group features.
- Microsoft Teams: Good for businesses with teamwork options.
- Google Meet: Easy to use and works in a web browser.
- ScreeningHive: Useful for one-way video interviews where candidates record answers to pre-set questions.
- Skype: Trustworthy for talking to people in other countries.
3. Behavioural Interviews
Behavioural interviews types are a great way to see how candidates have dealt with real-life situations in the past.
The idea is simple: what someone has done before can show what they will do in the future. Instead of asking about what they might do, you ask about what they have actually done in their jobs.
For example, if you're looking for a leader, you might ask, "Can you tell me about a time when you had to guide a team through a tough change?" This helps you see not just their skills but also how they think, solve problems, and work with others. To get a deeper understanding, it's important to ask follow-up questions like "What happened as a result?" or "What would you change?". Behavioural interviews have always helped me find top performers by giving a clear and predictable picture of how candidates handle challenges.
Tools for Behavioral Interviews:
- Loom: This is for recording remote interviews so you can review them later.
- Scorebuddy: To make sure you consistently score skills and abilities.
- Jobvite: Offers a database of structured, competency-based questions.
4. Virtual Interviews
Virtual interviews are conducted via video tools like screen sharing, whiteboard sessions, and real-time document collaboration. They are perfect for hiring remotely, recruiting worldwide, and for jobs that need to show skills in action.
These interviews are beneficial for checking practical skills. For example, screen sharing lets candidates display their work, and whiteboarding is excellent for testing problem-solving during coding exercises.
Make sure to test the platform beforehand and that both sides have a quiet place to avoid technical issues.
Tools for Online Interviews:
- Microsoft Teams: Works well with Office tools for team-based roles.
- Google Meet: Easy to use for first interviews.
- Miro or MURAL: Good for whiteboard sessions and brainstorming.
- CoderPad: Perfect for live coding tests.
Online interviews are quick and flexible, allowing candidates to show their skills well, no matter where they are.
5. Structured Interviews
In Structured interviews, every candidate is asked the same set of predetermined questions to ensure fairness and consistency. This method is very useful for entry-level positions where objectivity is important, as it allows you to directly compare each candidate's answers against a standard set of expectations.
Structured interviews are most effective when you need clear and measurable information about a candidate's qualifications and skills. They are perfect for roles like customer service or junior analyst positions, where specific job skills are more critical than personal impressions.
Tools for Structured Interviews:
- Google Forms: Helps organise questions and track responses easily.
- Scorebuddy: Used for standardised scoring and analysing responses.
- HireVue: Allows for structured video interviews with AI-based assessments.
- Greenhouse: Helps keep the interview process consistent and organised.
Structured interviews are efficient, fair, and based on data, making them a crucial tool for recruiters who want to confidently hire the right person for the job.
Common Mistakes When Choosing Interview Types
Recruiters can improve the interview process by avoiding a few common mistakes.
Using the Same Format for Every Role
Different roles require different types of assessment. A practical exercise may be more useful for a technical position, while a structured behavioural interview may provide better information about leadership or teamwork.
Asking Questions Without Clear Evaluation Criteria
Without agreed criteria, different interviewers may interpret the same answer differently. Defining the skills and behaviours being assessed before the interview can support more consistent decisions.
Overlapping Interview Stages
Each stage should have a clear purpose. Repeating the same questions across several interviews can create unnecessary work for both candidates and interviewers.
Making the Process More Complicated Than Necessary
More interviews do not automatically lead to better hiring decisions. The process should be thorough enough to assess the role while remaining respectful of the candidate's time.
Build a More Effective Interview Process
The right types of interviews can help recruiters gather better information and make more consistent hiring decisions. A strong interview process does not depend on using every available format. It depends on selecting methods that match the skills, experience and behaviours required for the role.
Start by defining what you need to assess, then choose interview formats that can provide that information. Use clear questions, consistent evaluation criteria and relevant practical assessments where appropriate.
For a broader overview of planning interview stages and improving the overall hiring workflow, explore our interview process guide.
Conclusion
To sum up, the key to finding excellent talent is using a balanced interview approach. You can get a full picture of each candidate using various interview techniques & methods, increasing your chances of making a good hire. Whether you're checking skills, understanding past behaviour, or assessing cultural fit, each interview type is important in showing what a candidate can offer your team.
Feel free to combine these interview types to fit the job and your company's needs. The time and effort you put into hiring will be worth it, as a well-matched hire can greatly improve your team's productivity and morale. So, be creative, be thorough, and enjoy the hiring process!
Frequently Asked Questions (FAQs)
1. What is the main purpose of a job interview?
A job interview assesses a candidate's skills, cultural fit, and growth potential in ways that a resume cannot. The format should be deliberately matched to what the role requires, as different interview types reveal different qualities and capabilities.
2. How do I choose the right type of interview for a role?
Match the format to what you need to assess. Structured interviews suit entry-level roles requiring consistent comparison; behavioural interviews work best for evaluating past performance and decision-making; practical interviews are most effective when demonstrated technical skill matters most.
3. What tools are commonly used for virtual or video interviews?
Zoom, Microsoft Teams, Google Meet, and HireVue are the most widely used platforms. Each supports features such as recording, screen sharing, and live collaboration, making them suitable for a range of remote and virtual interview formats.
4. Why are behavioural interviews more effective than hypothetical questions?
Behavioural questions require candidates to draw on real past experiences rather than construct ideal-sounding answers to hypothetical scenarios. Past behaviour is a significantly more reliable predictor of future performance than theoretical responses.
5. What is a structured interview and why does it reduce bias?
A structured interview asks every candidate the same questions in the same order, with responses scored against pre-defined criteria. This consistency reduces the influence of unconscious bias and personal rapport on hiring decisions, producing more objective and legally defensible outcomes.
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